Mississippi Employee Handbook and At-Will Employee Status Acknowledgment
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How to fill out Employee Handbook And At-Will Employee Status Acknowledgment?
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Employees may take up to 12 weeks of leave in a 12-month period for a serious health condition, bonding with a new child, or qualifying exigencies. This leave renews every 12 months, as long as the employee continues to meet the eligibility requirements set out above.
There is no law that requires your company to have an employee handbook. There are, however, federal and state laws that you need to follow, and the best way to demonstrate that you're following them is with policies in an employee handbook. In addition, your employees should be able to easily access those guidelines.
Failing to have a manual and HR policies is not illegal it's just irresponsible. If your employer does not provide you with clear-cut employment policies, ask what is expected of you. Record any wrongdoing within the company. Save evidence for your own records.
At-Will Employment States:All states in the U.S., excluding Montana, are at-will. Most do have exceptions, but the states of Florida, Alabama, Louisiana, Georgia, Nebraska, Maine, New York, and Rhode Island do not allow any exceptions.
The McArn exception allows an employee to sue for wrongful termination if the employer terminates the employee for reporting or refusing to participate in an employer's criminal acts. McArn created a seemingly endless number of scenarios from which such a claim could arise.
And if your company doesn't have a handbook, managers and employees will need to rely on the company's institutional memory to ensure that policies are consistently applied. Work policies and expectations also take on more importance and are more likely to be followed when you document them in an official handbook.
What Is Wrongful Termination in Mississippi? When an employer terminates an employee in violation of state or federal laws, it's known as wrongful termination, wrongful dismissal, or wrongful discharge.
Mississippi is an "at will" state, which means an employer can fire an employee for any or no reason, as long as it is not discriminatory.
Either approach is going to be fine, and legal. I have known a few employers that will terminate an individual who refuses to sign a basic acknowledgment of receipt. Often, however, employers will accept the fact that the employee has refused to sign.
For example, if an employee suffers an injury on the job and files a workers' compensation claim, you can't fire them for doing so. And if the employee doesn't want to engage in an illegal activity that you request, you cannot fire them for that reason either.
